account executive

editor

reporter

senior editor

producer

Hearst Television

They will use bait and switch tactics to lure you into accepting a position.
Don't be fooled, this company is drowning fast and Connecticut being run by a handful of over-paid old school hacks, that use boiler room tactics and deceit while they attempt to brain wash you into drinking the Koolaid . Corny role play training that accomplishes nothing but waist your time and provide entertainment to the old school managers and VPs who have the biggest egos , but no solid evidence of having any talent or management skills. They make you chant as a group to be the "Best Darn Sales Team in the World" all these tactics in attempt to turn you into a drone worker. The scripted sales pitches they have you memorize are filled with down right lies and trickery. Most clients who were the main advertisers for most papers have already been burned by these sales hacks have already packed and refuse to be even approached, since the main tactic is to over-sell a bunch of useless packages of digital and print ads and slap in anything they can build up the bill...a month an a half later the client realizes they are not receiving any value and will cancel.

If you like being MICRO-MANAGED to death you may enjoy a job here. There is no career or advancement opportunity. 
They set goals that are based on increasing profits from the previous year, even though nationwide factual reports will demonstrate ad spending from News Paper companies decline - It is set up this was so you will not earn any commission.
The VPs and managers are all frightened for their positions and are your typical greasy slick tongue annoying sales person , they demonstrate no talent themselves, and it is obvious they could never lead by example. Enjoy role call meeting with the old corny jokes that make you scratch your head in disbelief wondering if you somehow slipped through a time warp to the 1950s, which is really sad since they are supposed to be a digitally advanced company.

They will lie to clients claiming their digital products capabilities, and as well claim to own data, which in reality they are buying whole sale from a third party vendor. 
One of the VPs like to be considered the General --and expects to be treated like one even though he has no military experience, and has the worst distemper and grand illusion of self ego..yet in a year and a half have never witnessed him make an actual sale, and each client that he meets he scares away.

Run for the hills Newspaper and Newspaper Company Digital sales 
are declining, most folk have realized these companies are as antiquated as the old school hack managers they continue to employ.
The only sales interest they really have is to keep their salary running,by overcharging and over stating the value of products any consumer can buy without their so called "Expert" help.
The only thing they are an expert at is selling you bulk packages 
that are filled with fluff

I believe a young sale person who would like to enhance their career would be best off avoiding this atmosphere..it was terrible from sales , to production to mis-leading clients .
Liars can figure , but figures don't lie ---Very High turn over and numerous thumbs down for CT Hearst Media.

The day-to-day work activity was expected. It was nice to to be employed at a company where each person was responsible for only THEIR area. This means you weren't asked to pick up the slack of others, which made for a good on-air product.

I worked in Tech Services. When I was there, there was a plastic partition between the Tech area/Camera Area, and the newsroom. I always wondered, "How do I get over that wall? I mean, I couldn't be the worst person they ever put on air, right?" But alas, I never was. Our department manager was about 109,000 years old and was just waiting for retirement, so he never evaluated anyone, never checked in on your progress. The only time I ever saw the man was when he had to walk something to the GM's office and walked past the studio. He'd wave, and keep toddling. 

I hinted and hinted at promotions to News and even tried to get a promotion to PT Sports Photog. I interviewed for it and they hired from outside, even when they always tried to promote a "fake family" atmosphere. And I finally learned the lesson they try sooo hard to instill into their employees, that, "We're glad to have you for the rest of your life, as long as you can live in a house, and pay your bills on your entrance salary." 

Definitely a clique atmosphere and awarded the "apple-polishers." They anchors they have there are soooo old and sooo hack, I don't know why management keeps them. The

They try and try to perpetuate an attitude and a philosophy of "community involvement," but you would not believe how the anchors complain  and moan about every little thing they have to do for the public. Any involvement for them is just too much and soooo taxing. The one event involved an old female anchor basically just lending her name to an initiative where all she did was have to tape spots for a community project where a percentage of a cup of coffee went to a worthy cause. Her complaints about it were nearly constant. Not as On Your Side as you'd imagine.

Finally left when one day I went to my bosses lair and told him, after 5 years there, that I needed a promotion to start my life with a job that could support me, or I was leaving. He said, "Well it's about time!!!"

Judge for yourself.

•	Plan and perform IT Audits, prepare Audit reports addressing findings and recommendations – reviewing financial applications to make sure compliant over IT systems (GRC/COSO, COBIT5, HIPAA, NIST 800, PCI DSS) from a Security, Disaster Recovery, Vulnerability & PCI Compliance view, etc.
•	Reviewed and approved ITGC controls in IBM –Open Pages. Evaluate & validated SSAE16 & SSAE18 /SOC 1 & 2 CSP (Cloud Service Providers complementary controls).
•	Identified gaps and obtained additional supporting evidence to determine control effectiveness
•	Entered all Internal Audit ITGC issues and assigned issues for resolution /remediation to field auditors.
•	Reviewed and validated the remediation log to ensure control deficiency been mitigated timely and drill further on unresolved deficiencies.
•	Developed and monitored ITRM processes, sub-processes, activity profiles and methodology for designated ITRM initiatives by documenting process requirements and acceptance criteria from process owners and key stakeholders. 
•	Conducted risk assessments of key processes with process owners and implemented compensating controls or solutions to mitigate risks. 
•	Performed vendor risk assessment and reviewing vendor’s to security questionnaire, vendor service scope, review SOC2 audit reports, validate responses and identify risks, risks calculation upload to security score card, and finalize the executive summary report with risks finding and recommendations to mitigate the risks. 
•	Ensure if vendor is subject EU GDPR laws and mitigate risks.
•	Special projects include developing monitoring tools around user access, change controls, 3rd parties monitoring performance, data security, DR/ BCP

There is a high turn over rate here. Everyone I know that started at this company at the same time as me is gone. Many of the supervisors came from print advertising or climbed the ladder from entry and they don't know much about design. There are some that are extremely unprofessional and no one accepts blame for anything. 

They care more about quantity over quality and everyday is extremely stressful. For example, HMS decided to create a new tool to help everyone but instead of letting the programmers spend time on perfecting this tool, they rolled it out extremely quickly with bugs and non working parts that just caused problems for everyone. I hear it's still not any better.

Each department seems to have their own rules depending on what they prefer. Not everyone follows the same rules.

If you want to join a department, I suggest the Rep Man, SMM or the Web Design Team. Its a great place for entry level positions when you are trying to get into the field of digital marketing/advertising/design and you just want a starting point on your resume. 

This isn't a place to have a career as you won't make that much money even as a supervisor. The money is in upper management but theres so many supervisors that have been there for 5-10+ years, it will take forever to actually become one. We weren't suppose to discuss salaries but everyone did! 

If you would like to move to a different position, your manager can hold your resume and not send it on! I've never heard of a company doing this! It's happened to plenty of people I know. If that dept needs you, doesn't want you to leave or if your manager doesn't feel like you're a good fit they keep it!

If you are needing sales experience or want to add a major company to your marketing/sales resume this is the place to do it. The training you get and support is one of the best, if you are producing of course. I can see why those not performing would hate this place. The life span of an outside sales rep is short. Constant turn over does not inspire confidence in upper management and at a local level you can tell they are overwhelmed by their demands. They will hire anyone regardless of sales experience which is great, however those with a good background or gain some selling skills quickly find out this is not the place for growth. Like I said great for those looking to get experience. Management is under trained and over worked and it shows. Constant changes in direction can be disheartening and the one size fits all management style leads to productive reps to leave. Since management changes their objective their is no typical day. They only thing that stays consistent is the cold calling... and lots of it. Cold calls in the morning, at least 50 in a 2 1/2 our period. Cold calls in the evening if you are not at 1/4 to goal starting the second week of the month. Add that to meetings about meetings and your left with very little time to meet with clients or to prospect. I wouldn't say that micromanagement is a problem here but you are watched on a daily basis. Even high producing agents get hounded about their activity and "pipeline". At the end of the day they are a big corporation and you are their to do one thing, Sale!

Hearst is an exciting media company that strives to lead the market in information and innovation.

There is no typical day for a General manager. As the name implies,  a GM has their hands in all aspects of the business and responsibilities change as needs arise. In general I am responsible for the Central Production Department. I complete annual budgets, reconcile monthly expenses, complete reforecasts and do ad-hoc analysis . I am also responsible for the well being of the staff, ensuring all personnel needs are satisfied.    

Here at Hearst, I have learned the value of staying proactive in technology.  The media market is constantly changing, and the goal is keep our customers not just happy but engaged! 

Management here is flexible and changes as the market need evolves. That is one reason the "General Manager" term is used. Senior management often moves personnel and restructures departments.  

Workers here are as varied as the stories and celebrities they cover.  We have everyone from daily advertising traffickers through Publishers and Editors constantly managing the “personality” of the brand. 

  The hardest part of the job is the short time frame within which change is constant. You always have to work to be an innovator. 
 
The most enjoyable part of the job is seeing an idea or a vision come to fruition.  There is such a sense of accomplishment.

Hearst Media, unfortunately, is a declining business. From an employee standpoint, this isn’t a place you go to for 30 years. I’d recommed 2 or 3.

 Most of their media assets will be a lot smaller or won’t be around in 15-20 years (some sooner). They are struggling to grow their digital assets, partly due to their management. So how does Hearst keep pace with the Googles and Facebooks? They cut costs (AKA firing or laying off employees). Odds are they’ll keep reorganizing the businesses (firing employees) until they aren’t profitable anymore.

The culture here has gotten toxic. There is a lot of infighting and backstabbing amongst management. They constantly fight with each other. A lower level employee always gets blamed for their mistakes.

Women get hit on a lot especially by executives of the firm. They always try to flirt with people. That’s how they communicate eight women. I wonder what their goals are with these women.

Minorities barely have a chance to move up. Many of these racist executives like them at lower levels but won’t give them an opportunity to move up despite being better than their peers. They may even pull 1950s Jim Crow nonsense to get them to quit. They will make insensitive comments based on their race. They will racially abuse them and try to get other people in on it. Note this is behavior coming from the executives and directors of the firm.

Hearst has a poor, depressed culture caused by bad behavior from executives and an overall declining business filled with poor digital investments.

This was a great job for me.  A typical day consisted of pitching ideas, scheduling shoots, securing talent and freelancers for shoots, supervising videos in post production and approving the cuts (or editing myself).  On shoot days I ran the entire shoot from top to bottom.  On big shoots I was in charge of making sure things went smoothly no matter what.  On smaller shoots or interviews I was the lead producer / director.

I learned how to write scripts, pitch ideas, interview big personalities, liaison between video editors and the top executives, manage schedules and budgets, etc.

Management was for the most part good, however they made some every questionable decisions in who they would partner with to put out the video content.  This decision ultimately blew up in their face and led to many video people being let go unnecessarily.

The hardest part of the job was working on so many jobs at once, although that was challenging, it was also one of the things that I really loved about the job.

The most enjoyable part of the job was working with the editors from the magazines and branded clients to make content that our viewers would enjoy every day.

What is the best part of working at the company?
They work very hard to keep a good culture.  Fair pay for work and plenty of time off.  

What is the most stressful part about working at the company?
Some of the tenured staff can make situations stressful they are typically the same people and you can easily learn to maneuver around it.   

What is the work environment and culture like at the company?
Everyone was working hard and there was plenty of work and new projects to go around however; most kept a  positive attitude especially when the really stressful workloads come in and always ready to help others out as well.  Deadlines would be consistently met and if something was not going to meet a deadline you only needed to call on your colleagues or supervisor and were granted help or other suggestions to meet goals.  Others would step up and help as well.  

What is a typical day like for you at the company?
Very busy but also gratifying.  You definitely had enough time with one on one meetings with your supervisor and check-ins to ensure that you are in need of help.  There is autonomy there so they really trusted you to get your job done and did ride you about; it was an expectation that you call for help if you needed it and someone was always there to help.  The only drawback was a handful of people that undermined the culture and values.  But they didn't last very long.

Bosses often manage you from home or when you're at home and they are at work. One time my manager told me I had to drive to work instead of riding my bicycle. I only lived 10 minutes away. They sent me a text and an email about that. I also often get emails from managers from home constantly checking in to see how its going. We only get one raise every year but its miniscule at best. Not enough pay to live comfortably. Not much communication going on here other than from your direct manager. News directors often fail to let MCO's know what is going on in terms of breaking news. Overall, its a decent place to work if you are just getting into the business of TV. Often, I feel they just hire bodies to fill positions. High turnover. You start off with 2 weeks of vacation, then 3 after 3 full years, and then 5 weeks once you complete 9 years of full time work. Consistently, they want you to work overtime because there is absolutely no subs for the full timers. Very few part timers left to fill in where needed. On the plus side the majority of the full timers are cross trained. All but one of the MCO's work on the weekend in some semblance.

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